Tips for Creating a Change-Ready Culture

Too many organizations treat transformation as something to be done to their people. Rather than something their people are part of. This subtle difference matters a lot. In my experience, the most powerful shift comes when people start feeling like they belong to the change. How do you get there? → Clearly communicate the why behind every shift. People need purpose, not just direction. → Give teams a genuine voice. Let them shape the path, not just follow it. → Build ownership at every level. Empower leaders and frontline teams alike to champion and steer the change. When change is co-created, people become ambassadors, not obstacles. They feel seen. Heard. Included. That’s how you turn a top-down mandate into a shared movement.

Transformation isn’t just a new org chart or a shiny tech stack. Transformation is what happens when people start showing up and working differently. When teams shift from confusion to clarity. From reaction to intention. From frustration to engaged. In every transformation I lead, we focus on three core levers: 💎 Enabling new skills that make change possible 💎 Embedding new behaviors that make change happen 💎 Designing new ways of working that make change sustainable Not that long ago, one of my clients had gone through rapid growth, an acquisition and a series of restructures. The future looked promising, yet the engagement metrics weren't reflecting the sentiment at all. From the first day I met with them, it was obvious that the organization was struggling with a common problem: people were exhausted, disengaged, and unsure how to move forward. Leadership was struggling to communicate effectively, and employees didn’t feel connected to the mission anymore. We started with a current state assessment of communications, behaviors, and decision-making norms. It only took a few hours of good questions, leaning into hesitant responses, and supporting moments of uncomfortable truths to ignite a spark of possibility. We rolled out a clear, simple communication strategy aligned to their business goals, hybrid work realities, and regional dynamics. We held a series of working sessions with managers to build their confidence in leading through ambiguity. And we established consistent communication cascades and feedback loops to reinforce the change. Within weeks things felt different. Within months, engagement metrics were up. Employees reported feeling more trusted, more aligned, and more equipped to represent the company with confidence. Most importantly, they began acting more like a team again and the company performance metrics soon followed. This is what real transformation looks like. New skills, new behaviors, new ways of working. It’s capability you build and nurture. It's powerful and it's contagious. Because when people feel clear, connected, and capable, amazing things happen. What has been a turning point for your organization? #TransformationTuesday #OrganizationalChangeManagement #ThePowerOfAnd #TeamCulture

Uncertainty and change at work is hard. That feeling of ‘not knowing’ can really stress people out and the energy and brainspace needed to maintain commitment and productivity can feel scarce. But it doesn’t have to feel so gloomy. If we can lean into that uncertainty and find connection with peers, ones team and isolate that ‘why’ for why we work where we work, or do what we do, it makes a huge difference. Plus, doing so is what separates high performing leaders and organizations from the rest. I’ve been focused on this lately and here are my observations: 📌 Start with understanding what people want. For many it’s an environment where people are heard, understood, and valued. A place where they can learn, grow and make a meaningful contribution and impact. Ask them, and listen. 📌 Now reflect on your style and your ability to adapt your style to changing situations. You must be adaptable. Versatility and your ability to tailor your role to immediate needs is really important. 📌 Adjust your perspective. Put yourself in your team’s shoes and look at problems from different points of view. Be open and prepared to adjust your approach in order to make points of connection. 📌 Focus on your team values, they’re core to the foundation of trust you’ve built with your team. They’re the glue that binds. 📌 Act with compassion and check in with your team. Uncertainty and disruption means your team is dealing with a lot that they’re not unaccustomed to. New obstacles and challenges must be taken into account. 📌 Create paths for communication the way your team likes to engage, meet them where they are at. Create simple pathways to ask questions and encourage feedback that will allow you all to navigate change positively. 📌 Lead with resilience which demands a growth mindset and positive thinking on your part. Things are moving fast, it’s important that you are self aware with your thoughts and emotions as you encounter stress so you can best show up for your team. No matter what uncertainty and disruption brings let’s always remember that teams are made of people with strengths, weaknesses, fears, goals and dreams. Treat your people as you’d like to be treated and you’ll find yourselves coming together and navigating the world of work together. I took this picture at LinkedIn NYC Headquarters a few weeks ago inspired by the many ways they bring their culture to life throughout their offices. A favorite quote comes to mind ⤵️ “People will forget what you said, people will forget what you did, but people will never forget how you made them feel” ~ Maya Angelou How do you deal with the unknown or too much change? Please share in comments so we can all learn together. #Career #leadership #FutureOfWork #mindset